Leadership isn’t merely about guiding others—it’s about continuously evolving as a professional and a person. True inspiration and influence stem from cultivating self-awareness, a foundational aspect of leadership coaching. This journey requires courage, humility, and a commitment to growth.
Self-awareness is the ability to recognize how your actions, words, and decisions impact those around you. It involves embracing feedback, reflecting on strengths and opportunities for improvement, and taking deliberate steps toward becoming a more effective leader. As John Maxwell wisely said, “The truth is: if you want to lead others, you have to lead yourself first, with dedication towards your own development.”
Leadership coaching provides a structured framework to help leaders embrace this dedication. By integrating mindfulness, feedback, and accountability, leaders can transform challenges into opportunities for meaningful growth and stronger relationships.
Self-Awareness: The Starting Point of Leadership Development
Self-awareness is not a one-time epiphany but a continual practice of understanding your strengths, blind spots, and emotional triggers. It requires an honest assessment of how your actions, words, and decisions impact those around you. Without it, even the most talented leaders risk stagnation or, worse, alienating their teams and customers.
Consider this: Have you ever misspoken or misstepped in a meeting? Perhaps someone criticized your approach, or you knew, deep down, that something was off. Self-aware leaders don’t just brush these moments aside; they reflect on what happened and why. Was it the tone of their voice, the choice of words, or the timing of their message? Were you already on to the next thing?
Recognizing these moments of misalignment is the first step to growth.
From there, adopting a mindset of curiosity can transform your approach. Hack #2: Walk in Ready to Learn. As Cristina Curtis advises, “Release the pressure to be ‘perfect’ and see each interaction as a chance to grow. Curiosity fosters a calm, confident presence.” This approach allows leaders to approach every interaction as an opportunity to gain insights and build trust.
Imagine receiving feedback, whether solicited or unexpected, and instead of reacting defensively, you lean into curiosity. You appreciate the feedback, acknowledge its validity, and express gratitude to the person providing it.
This graciousness demonstrates humility and strengthens relationships, creating an environment where others feel safe to share honest insights. Over time, this cycle of receiving, reflecting, and acting on feedback fosters deeper connections and a more impactful leadership style.
The Role of Feedback in Leadership Growth
Feedback— that is positive, constructive, or even uncomfortable—is a gift. Leaders who embrace feedback as a tool for growth demonstrate resilience and a commitment to excellence. Here’s how you can turn feedback into fuel for self-improvement:
- Separate Emotion from Insight Feedback can feel personal, but it’s essential to view it objectively. Ask yourself: What can I learn from this? And How can I use this to improve?
- Act with Intent On feedback to refine your actions. These minor adjustments are based on questions like, What specific steps can I take to improve? —enhance clarity, inspire everyone’s actions, and build trust.
- Express Gratitude Showing appreciation for feedback—even the tough kind—fosters a culture of openness and trust.
A Personal Lesson in Growth
Recently, I found myself in a situation that tested my ability to accept and act on feedback. A client pointed out where there was an area that I could improve. While it was initially challenging to hear, I took the time to carefully listen to their perspective, reflecting on the sequence of events and how they interpreted them. Much of the interaction had taken place over text—a medium we rely on too heavily these days, which can easily lead to misunderstandings.
What stood out to me most was the client’s self-awareness in recognizing the need to address the misunderstanding, clarify what went wrong, and express a desire to prevent similar issues in the future. Their willingness to take shared accountability created a collaborative space for dialogue. This also forced me to be self-aware by recognizing the validity of their feedback and owning my part in the exchange. I acknowledged their concerns and expressed my appreciation for their openness. I hope this will reinforce our mutual trust and has highlighted an opportunity for me to improve. To actively practice the self-awareness I am writing about in this blog.
This experience reminded me of the power of self-awareness and the importance of being adaptable. Leadership development is not about striving for perfection but embracing the opportunity for growth. Giving and receiving feedback are acts of courage that foster stronger relationships and drive continuous improvement.
Developing Self-Awareness
Imagine a leader who takes a moment at the end of the day to reflect on their actions and interactions. This isn’t just about ticking a box; it’s a deliberate effort to understand what’s working and what isn’t. They revisit an exchange or meeting from earlier in the day, replaying the dialogue in their mind to identify moments of misalignment or missed opportunities.
They might journal their observations, noting patterns in their behavior and setting small, actionable goals for improvement. These aren’t grand gestures; they’re incremental steps that, over time, transform their leadership style.
Mindfulness becomes their companion, grounding them in the present as they reflect on exchanges or feedback received during the day. This moment of contemplation allows them to connect with their reactions, ensuring they approach tomorrow’s encounters with greater presence and intention.
Leaders use this time to reflect on feedback—whether self-identified or provided by others—and determine how to apply it. They may check back in with the person who provided the feedback to assess whether their actions have improved, or they might choose to work with a leadership coach. A leadership coach provides clarity and accountability, acting as a mirror to reflect blind spots and helping them chart a course toward greater self-awareness and impact.
This journey isn’t linear, but with each challenge, leaders grow stronger and more attuned to the needs of their team and organization. Above all, they recognize the value of guidance.
Leading Through Learning: Challenging Yourself to Grow
Great leaders never stop learning. Whether through reading, attending seminars, or working with a leadership coach, ongoing education is essential for staying ahead in a rapidly evolving business environment. The willingness to challenge yourself and step out of your comfort zone sets transformational leaders apart.
Three Growth Practices for Leaders:
- Embrace Curiosity: Ask open-ended questions and remain receptive to new ideas, even those that challenge your beliefs.
- Foster Relationships: Build a network of trusted advisors and peers who can provide honest feedback and fresh perspectives.
- Set Bold Goals: Push beyond what feels safe. Break your larger goals into manageable steps and celebrate progress along the way.
Conclusion
Mindfulness and leadership coaching go hand in hand, forming a powerful foundation for self-awareness and growth. As a daily practice, mindfulness allows leaders to pause, reflect, and approach their roles with greater intention and clarity. It creates the space needed to process criticism and feedback constructively, transforming challenges into opportunities for improvement.
Criticism and feedback, when embraced with curiosity and openness, serve as vital tools for leadership and personal growth. They enable leaders to uncover blind spots, refine their actions, and build stronger relationships with their teams and customers (clients). These insights become even more impactful when coupled with the structured guidance of leadership coaching. A leadership coach provides accountability, serves as a mirror to reflect areas for improvement, and helps leaders chart a course for long-term success.
The journey of leadership is not about reaching a destination; it’s about continuous learning and self-improvement. By integrating mindfulness with a commitment to receiving and applying feedback and leveraging the expertise of a leadership coach, leaders can navigate their path with resilience, clarity, and purpose. As John Maxwell reminds us, “The truth is: if you want to lead others, you have to lead yourself first, with dedication towards your own development.”
